Can this be changed? The answer is yes, yes and yes
Recruitment has long been difficult and many senior executives do not enjoy the process, either recruiting for or being involved in a process. So many processes focus on evidence and skill sets, understandably but what determines success is often far more about character, culture and perception.
There are many talented executive search companies that specialise in finding leaders for clients. There are many strategies and methodologies for courting and attracting talent but still many C-suite executives will note how difficult it is to find talent. It is fair as it is estimated that 1:3 appointments will fail. This is expensive.
So what can be done?
Maybe we need to look at the problem with fresh eyes. The starting problems in any process are:
- The age old-problem about recruitment is that companies want to attract one of the top 15% of skilled executives in any particular discipline within any specific market. They want to limit any risk and recruit from a small and targeted group. In truth, most processes have become even stricter and more targeted.
- The next problem is that most expect any executive to make almost instant impact. Strangely, given that information and communication is far more open and speedy, it takes more time for many to settle. It often takes a new executive a full year to settle and become established and yet many only give someone 3-4 months. The expectation on business, and on people, seems to be ever greater so naturally it all impacts.
So what is the answer?
We answer that companies and clients need to be broader in their thinking and this means:
- Look beyond the immediate market. There is no lack of exceptional C-Suite talent looking for new roles. We can privileged to be working with some proven leaders with first class track records. There is no reason why they can be successful in parallel markets or industries.
- Culture is the hidden leader within any business but strangely culture is given such little thought. It is culture, and values, that often guide and determine behaviours, retain and attract talent – so far more needs to be invested and focused upon internal cultures.
- Diversity strategies. Still in this modern age, many argue that their D&I strategies are not progressing and yet all the evidence does show that diverse, able teams are more effective than those which are not. This also ties back into bringing in talent from other industries and markets as breadth of perspective, knowledge and insight can only help better discussions and decision making.
- Patience – give people time. Expectation today are higher than ever by both an individual on themselves and by a company on a person. These two pressures often beat many talented individuals which is a shame as often good people are lost all because of pressure (internal and external). There are many examples of people being highly effective and successful in year 2. Many industries today have their own language, their own idiosyncrasies, and people/cultures do not easily accept new people.
Recruitment is not a perfect process. It is imperfect as what it is those unmeasurable factors that do determine success – values, disciplines, behaviours and culture. However, with genuine care and thought, the answers are right there.
The bottom line is that there is some exceptional talent available and companies can be the beneficiary, today and tomorrow.
